Labor Laws For Salaried Employees In New York In Riverside
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FAQ
Being salaried does not necessarily mean working 40 hours. As a salaried worker, you receive a fixed amount of payment regardless of the actual hours worked. While there are typically expected work hours, if you complete your tasks in fewer than 40 hours during a specific week, it is perfectly acceptable.
Labor Law Section 240 is a New York State law meant, originally, to protect construction workers who work at heights from falls or fall-related accidents. The meaning of the statute has evolved over time as interpreted by the Court.
Yes. New York is an 'at-will' employment State. Without a contract restricting termination, generally an employer has the right to discharge an employee at any time for any, or no, reason, providing it is not an act of illegal retaliation or discrimination (see below).
New York City's Labor Law 200, applying to laborers such as construction workers, describes the duty of employers and construction site owners “to protect the health and safety of employees” by assuring them of “reasonable and adequate protection” for any type of work they have been hired to perform.
The Department of Labor helps collect wages owed to workers who have not received the minimum wage, once they file a claim with us. Labor Standards investigates and endeavors to collect on claims for: Unpaid wages. Withheld wages. Illegal deductions.
While New York City employment laws primarily protect workers within the city's limits, there are situations where out-of-state workers can also be covered. Factors such as the employer's location, the nature of the work, and specific contract agreements all play a role in determining whether NYC laws apply.
Employers in New York State must provide all employees time off for meals, after working a certain number of hours. In general, employers must provide at least 30 minutes of unpaid time off if an employee works more than 6 hours.
